M&A Integration Manager

Job Description

Job DescriptionDescription:

Company: Summit Management Partners, LLC

Location: Remote (EST and CST Strongly Preferred)

Travel Time: This will range drastically - As high as 40% a month or as low as 10% depending on the acquisitional flow and schedule.

About Summit Management Partners, LLC

Summit is a long-term holding company that acquires and builds HOA Community Management companies across the United States. We are rapidly expanding and have become the acquirer of choice within the industry—doubling in size over the past year with plans to nearly double again in the coming year. If fast growth and meaningful impact energize you, you're in the right place.

We are driven by our Purpose:

To build businesses we're proud of by being the most trusted, nimble, and empowering company in our industry.

We believe talented people thrive, exceptional ideas flourish, and progress never stalls. We move fast, think like owners, and operate with honesty, respect, and accountability.

Our Core Values

• Earn Respect — We build credibility through action, transparency, and integrity.
• With Respect — Strong teams are built on trust, humility, and candid communication.
• Grit & Tenacity — We show up, push through, and never settle.
• Develop & Grow — Our growth comes from the growth of our people.

Position Overview

The M&A Integration Manager plays a highly visible and mission-critical role in ensuring the successful integration of newly acquired companies into the Summit platform—with a primary focus on HR, payroll, benefits, people operations, and organizational alignment.

This role is responsible for designing a seamless, respectful, and compliant transition experience for acquired employees. Success in this role requires operational rigor, emotional intelligence, and the ability to navigate ambiguity while maintaining structure and momentum.

Key Responsibilities
I. People-First Transition & Communication

• Serve as a neutral liaison and cultural translator between acquired teams and Summit.
• Develop and execute strategic messaging plans for Day 0, Day 1, Day 30, and post-close checkpoints.
• Manage communication and expectations around sensitive transition topics including compensation changes, benefits alignment, PTO policy differences, and reporting structure updates.
• Provide on-the-ground HR support immediately post-close.
• Coordinate and manage cross-functional integration planning and execution.

Key functional responsibilities include:

• Creating and owning the master integration timeline.
• Coordinating internal and onsite integration meetings.
• Escalating and resolving risks and decision points.
• Providing regular executive reporting on progress and blockers.

II. HR & Compensation Integration

• Conduct compensation benchmarking and alignment analysis.
• Ensure compliance with wage classifications (hourly vs. exempt).
• Lead transitions for HRIS (Paylocity), payroll cycles, and employee onboarding workflows.
• Oversee benefits mapping, cost modeling, 401k setup, and change management.
• Manage PTO policy reviews and alignments.

III. Strategic Alignment & Compliance

• Ensure compliance across multi-state employment environments (NC, SC, TN, FL, GA, NV, etc.).
• Support organizational redesign, reporting structures, talent migration, and HR team integration.
• Support due diligence activities before close, including payroll audits, PTO liability review, benefits analysis, and headcount documentation.
• Standardize HR processes, templates, programs, and operating models.

Performance Metrics (KPIs)

• Timeline Execution: Delivery of milestones and Day 1–90 integration commitments.
• Risk Management: Effective identification, prioritization, and resolution of integration barriers.
• Employee & Seller Experience: Positive cultural feedback and preservation of key talent.
• Turnover Mitigation: Low voluntary turnover during the first six months post-close.
• Compliance & Accuracy: Error-free HR, payroll, benefits, and documentation execution.

Requirements:

Required Qualifications

• Bachelor’s degree in HR, Business Administration, or related field.
• 3–5+ years in M&A integration with strong HR operations focus.
• Expertise in payroll compliance, compensation analysis, benefits migration, and multi-state employment regulations.
• Experience implementing or migrating HRIS platforms; Paylocity experience strongly preferred.
• Exceptional communication, conflict management, and relationship-building skills.
• Demonstrated project management experience overseeing multi-workstream initiatives.
• Ability to travel frequently during due diligence and early post-close phases.

Ideal Candidate Profile

You excel in fast-moving environments, ask smart questions, bring clarity to complexity, and operate with empathy and authority. You can balance operational rigor with human-centric leadership and serve as both a strategist and a hands-on executor.